In the spotlight "SEXUAL HARASSMENT IN THE WORKPLACE"

Sexual harassment in the workplace is described in the various international human rights treaties as discrimination based on gender and as a form of violence against women. In Suriname studies were done in 1998 and 2006 into the occurrence of sexual harassment in the workplace. The Ilse-Henar Hewitt Foundation started in 2009 the project "Elimination of Sexual Harassment in the Workplace in Suriname” which was based on the results of both above-mentioned studies. This three-year project is funded by the United Nations Trust Fund to End Violence against Women. With this project, the Foundation seeks to pool all stakeholders to jointly develop a national approach to sexual harassment in the workplace. The knowledge and understanding of governmental and non-governmental organizations, each from their own perspective, is of much importance in the implementation of the project activities.

SEXUAL HARASSMENT IN THE WORKPLACE

Who?
The project ‘Elimination of Sexual Harassment in the Workplace’ is executed by the Ilse Henar-Hewitt Foundation. The United Nations Trust Fund to End Violence Against Women, UNTF-UNIFEM finances this project. The general goal of the project is to contribute to eliminate violence against women in Suriname, in particular sexual harassment in the workplace.

What is sexual harassment in the workplace?
Any form of unwanted sexual advances, any unwanted request for sexual favors or other unwanted verbal, non-verbal or physical behaviour of a sexual nature, is considered to be sexual harassment. Any kind of sexual harassment in the workplace involves unwanted behaviour in the relationships and/or contacts between people at work. This may involve "internal perpetrators” (colleagues, supervisors) and “external perpetrators" (public: e.g. customers, clients, patients or students). Sexual harassment can occur anywhere: in large and small companies, public administration, schools and healthcare or hospitality industries.

What are the consequences of sexual harassment in the workplace?
Sexually transgressive behavior affects the dignity of the person confronted with it. Victims suffer not only from the unwanted behaviour itself, but they often find that opportunities for promotion are impaired if they are forced or feel forced to change jobs. The consequences are also serious for the companies. Sexual harassment creates an unpleasant work atmosphere and reduces the motivation to work and job performance. It could even lead to frequent absenteeism, actual departure and even a high staff turnover.

How did the project come about?
Already in 1998 the National Steering Committee on Women Workers' Rights, commissioned by the ILO, did a study into the prevention of sexual harassment in the workplace in Suriname. Then the Ilse-Henar Hewitt Foundation surveyed among the local business community and trade unions the willingness in 2006 to formulate and implement a preventive policy. The foundation also made a comparative study of legislation on sexual harassment in the workplace in Suriname, the Netherlands and Caricom countries. The results led to recommendations concerning legislation and the institutionalization of such legislation. The Ilse-Henar Hewitt Foundation initiated the current project based on the results and recommendations of both studies.

How serious is the problem in Suriname?
The 1998 study found that over 50% of women were familiar with or were a victim of sexual harassment in the workplace. Nevertheless, the number of formal complaints of sexual harassment is very small. The virtual absence of complaints of sexual harassment does not mean that no sexual harassment occurs. A study by the International Labour Organisation (ILO) indicates that only some victims of sexual harassment in the workplace take formal action. The victims do not take any action, because they are not familiar with the possibilities available to them as victims and because they do not have any confidence in an adequate response to their situation.

What is the expected result of the current project?
The result of this project should be that the Foundation contributes to the development of a national policy on sexual harassment in the workplace. The Foundation strives to ensure that sexual harassment in the workplace is a part of the policies of the ministries concerned and that a budget will be linked to the implementation of the activities.

How is the contribution to a national policy on sexual harassment in the workplace made?
Victims of sexual harassment will generally first try to resolve the problem and hope it will pass automatically before they actually dare speak out. This can have all kinds of negative consequences, both at the personal level as well as with regard to work performance. Employers and trade unions have a responsibility to ensure a healthy and safe working environment. Having a policy against sexual harassment illustrates in particular towards victims that the employer will deal with their complaint in a confidential and serious manner. Such a policy means in fact that the internal structures already exist to contribute to such a healthy environment. However, if a sexual harassment complaint, despite the presence of structures within a company, does not lead to satisfaction of the parties involved, then there must be national regulations on which parties can rely. This requires amendment of the legislation. Suriname has ratified human rights and women's rights treaties, but legislation on sexual harassment in the workplace is still lacking.

To this end, the experts of the Foundation will work at different levels and on different aspects, such as the introduction of a code of conduct for business organizations. Thus it is clear for employers and employees what type of behaviour is and is not permitted in the workplace. Furthermore, this project will work within 10 companies to develop and implement policies in the area of sexual harassment in the workplace. We do this together with employers, trade unions and employees. If a company policy is developed, this creates on the one hand a preventive approach and at the same time workers are protected against sexual harassment in the workplace. Employees can then, in the unlikely event that harassment occurs, rely on the policy and the structures that are implemented in conjunction with it, such as a confidante and a complaints committee.

In this project we will also focus on strengthening the capacity of our partner organizations. If we want change, we must empower people with regard to knowledge, understanding and skills, so they can properly implement the policies and can monitor compliance with these regulations. This includes in addition to training in the workplace, also training for media workers, NGOs and policy-makers within ministries. Awareness-building is also a major focus in this project. It is necessary that a discussion is held with men and women, between colleagues, about what behaviour is and is not considered to be sexual harassment. But awareness among young people is also important, that they become aware of the dynamics that are at play between the parties in case of sexual harassment and their own behaviour, either as victim or perpetrator.

Where are project activities carried out?
The implementation of activities takes primarily place in Paramaribo. In case it concerns regulations and policies, then of course those apply to all workers, companies, trade unions, in short, to all sectors in the whole of Suriname.